The Human Capital Institute's Strategic HR
Business Partner (sHRBP) Certification Course A new three day curriculum for a critical new breed of Talent Advisors
Vertical Human Resource
Type Certification-led
Sub-Category Leadership
Website Course page
jointly presented by
Hello there
You've considered embarking on an exciting journey to
strengthen your professional status and career trajectory. The
choice to obtain professional certification and/or further
credentials in the subject matter area that you choose to
specialise in, puts a powerful tool, right in your hands.
It will bring you competitive edge, career progression and
market opportunity.
This brochure will provide further information about the
course of your choice. There is a wide selection of other
courses on our website, a selection that is constantly added
and improved upon. Feel free to email or call us if you need
help with anything.
We welcome the chance to be part of your journey.
Sincerely
Rowena Morais
Programme Director
Welcome Note
Rowena Morais
Programme Director
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3
THREE DAY COURSE
The conversation about HR having a "seat at the table" is
over. The door is wide open and the Human Resources
function has its seat; increasingly one being populated by HR
Business Partners who are aligned with business units rather
than, or in addition to, a centralised HR function.
Introduction
For many organisations that have filled these roles with HR
generalists, long on skills in the HR function but short on
experience in other areas of the business, these partnerships
are proving frustrating for both sides. Now, more than ever,
HR professionals need a whole new set of competencies,
some related to talent and some related to business to
deliver the results their organisations are looking for.
The brand new Strategic HR
Business Partners certification
programme from the Human
Capital Institute comprises three
day long sessions, each focused
on an area critical to this
HR/Business Line partnership.
COURSE OFFERINGS
Rowena Morais
Programme Director
TECHNOLOGY
HUMAN RESOURCE
Certificate of Cloud Security Knowledge
Cloud Technology Associate
Business Architecture - Techniques &
Deliverables
Business Process Management - Techniques
& Deliverables
Scrum : PSM, PSD (Java & .NET), PSPO
Certified Kanban Management Professional
KMP I and II
Certified in the Governance of Enterprise IT
COBIT 5 Foundation
Certified in Risk & Info Systems Control
Certified Professional in Health IT
Software Testing : ISTQB® Foundation,
ATM, ATA, ATTA, iSQI® Certified Agile
Tester
ISTQB® Foundation Exam Prep Course
ITIL® Lifecycle- Service Strategy + 3 more
Transitioning to Agile
How to Implement Practical Data Quality
Management
Ethical Hacker & Penetration Tester
HCI's The Strategic Human Resources
Business Partner (sHRBP)
HCI's Strategic Talent Acquisition (STA)
HCI's Performance Management Innovation
(PMI)
HCI's Human Capital Strategist (HCS)
HCI's Analytics for Talent Management (ATM)
HCI's Strategic Workforce Planning SWP
Certified Mentor Practitioner (Level 1)
The Language of Effective Presentations
The Engaged Manager
Inspiring the Best in Your People | A Mach 2
HR Masterclass
Background
Programme Structure
SESSION TWO
STRATEGIES FOR
IMPROVING THE
WORKPLACE
THROUGH
ENGAGEMENT,
COLLABORATION
AND RETENTION
The second day is centered
on the important advances in
talent practices made since
many business leaders
attended “B School.” This
session encompasses three
main topical areas that
transform these behaviours
from nice benefits to “must
have” business drivers and
presents the logic and
methodology necessary for
you to transform the work of
your business unit leaders.
.
SESSION ONE
BUILDING
FINANCIAL AND
ANALYTIC
CAPABILITY
The first day of the
programme covers the
increasingly important
decision science of talent
analytics. This skill is critical to
recommending and making
sound business based talent
decisions. The day is built on
three important pillars:
• Building Financial Acumen
- Understand the language
and thought processes used
in making strategic business
decisions;
• Improving Financial
Literacy - Identify the
quantifiable benefits of talent
initiatives and use the process
the business requires to
justify investments; and
• Acting on Meaningful
Analytics - Build a Talent
Scorecard that aligns key
talent metrics to business
objectives.
• The ROI of Engagement,
Collaboration and Retention
—Learn how improvements
here pay for themselves over
and over and how to make that
case to your leadership team;
• Building Trust and
Transparency —The key traits
that business leaders must
possess in this area and how to
help them build and improve
them;
• The Eight Drivers of
Improvement in ECR —
Turning values into observable
behaviours.
Programme Structure
5
Diagram courtesy Human Capital Institute.
.
SESSION THREE
CONSULTNG AND
EXECUTION SKILLS
The final day covers the
important set of skills and
competencies that HR Business
Partners must possess in order
to move from being an order
taker to a partner capable of
full participation in business
outcomes. It is not enough for
HR to prescribe a series of
activities for employees, they
must be able to build coalition
and effect change. This session
covers these key areas:
• Execution and Change
Management - How to
accelerate and drive change;
• Influencing Skills - Learn
how to move audiences and
recognise the stages involved
in acceptance; and
• The Migration of the HRBP
- Understand the next steps
involved in implementing and
applying your new capabilities
toward business impact.
Curriculum Guide
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Section 1 - Becoming
Effective Strategic HR
Business Partners
Video: Effective Strategic
HR Business Partners;
What Does It Mean to be
Strategic?;
The HCS Model and ROI;
The Human Capital Value
Chain;
Data-driven HR and
Decision Frameworks.
Section 2 - Strengthening
Business Acumen
Strategic Direction;
SWOT and External
Factors Tools;
Business Supply Chain;
Alignment and Line of
Sight Tools.
Section 3 - Improving
Financial Literacy
The Big Four: Revenue,
Profit, Cash and Assets;
Understanding an
Organisation’s Financial
Strength;
The Income Statement
and Balance Sheet;
Justifying HR Initiatives;
Cash Flow;
Net Present Value and
Internal Rate of Return.
Section 4 - Meaningful
Analytics
Metrics that Are No
Longer Good Enough;
Examples of Analytics in
Action;
Video: Google Analytics
Value Chain;
Building Meaningful
Analytics;
Key Outcome Measures;
BFAC Development
Portfolio;
Having Financial
Conversations;
Assignments and Tools.
DAY ONE
Building
Financial and
Analytics
Capability
(BFAC)
Section 1 - The Strategic HR
Business Partner as
Workplace Architect
Video : Effective Strategic
HR Business Partners;
Strategic Talent
Management Model;
ECR Defined.
Section 2 – The Financial
and Business Impacts of
ECR
The Financial and
Business Impacts of ECR -
Lessons Learned from
Engagement
Programmes;
Video: Dan Pink on Drive;
The ROI of Engagement;
Collaboration Examples
from Cisco, IBM,
Starbucks, GE, 3M,
Qualcomm and W.L. Gore;
The Whole Workforce:
Employees and
Contingent Labour;
ECR Issues for Contingent
Workers;
Video: Herb Kelleher.
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Section 3 – A Framework for
Improving the Workplace
and Worforce
The Foundations of Trust
and Transparency;
Turning Values into
Observable Behaviours;
Walkthrough Toolkit;
The 13 C s: The Big
Purpose, The Job, The
Network, The Coach, The
Experiences, The Whole
Person, Flexible Options
and The Legacy;
Best Practices for the
13Cs from Genentech,
Panera, Pepsi, Zappos,
Atlassian, Google,
Deloitte, GE and IBM;
Tools for the 13Cs.
Section 4 - The ECR Journal
and Action Plan
Having Practical
Conversations with
Business Leaders;
Assignments and Tools.
Curriculum Guide
DAY TWO
Strategies for
Improving the
Workplace
through
Improved
Engagement,
Collaboration
and Retention
(ECR)
Curriculum Guide
8
Section 1 - The Strategic HR
Business Partner as
Consultant and Change
Agent
Video : Effective Strategic
HR Business Partners;
Critical Consulting and
Execution Skills.
Section 2 – The CES
Methodology and Axiom
Case Study
Define: Definition, Barriers
and Outcomes - Effective
conversations with
business leaders;
Plan: Definition, Barriers
and Outcomes -
Components of a good
plan;
Gather Data: Definition,
Barriers and Outcomes -
Effective data gathering;
Recommend Solutions -
The structure of the
research report and
Visualisation of results.
Section 3 – Execution and
Change Management
Implement: Definition,
Barriers and Outcomes:
Barriers to Accepting
Change and The 8
Accelerators of Change (Kotter);
Evaluate: Definition, Barriers
and Outcomes - Designing
an evaluation study;
Follow Up: Definition,
Barriers and Outcomes -
Project management and
tracking tools.
Section 4 - Influencing Skills
Moving Others:
Attunement and Buoyancy
(Pink);
Influencing Others to
Change;
Crafting Individual Cases
for Change;
Making Compelling
Business Cases;
CES Development Portfolio;
Having Practical
Conversations with
Business Leaders.
Section 5 - The Next Steps for
Strategic HR Business
Partners
Historical Contributions of
HR;
Becoming a Credible
Activist;
sHRBP Accountability;
Advanced Skills;
Assignments and Tools.
DAY THREE
Consulting
and Execution
Skills (CES)
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Why HCI?
How does the sHRBP
differ from the Human
Capital Strategist (HCS)
curriculum? Why take
both?
The Strategic HR
Business Partner
(sHRBP) certification
programme is designed
to focus on critical
competencies that
Human Capital Business
Partners will need to be
successful.
While some of these are
related to Talent
Management, others are
more closely related to
other business functions
and thus are really not
covered in the HCS
course.
HCS, on the other hand,
provides a deep and
integrated landscape
view of the entire Talent
Lifecycle and is very
beneficial to all talent
related functions, thus,
the two courses are
complimentary.
HCI At a Glance
The Human Capital Institute
provides solutions that
advance the practice of
human capital and strategic
talent management. A global
clearinghouse and catalyst for
new ideas and next practices,
HCI is a resource for the most
progressive organisations and
executives in the world.
Audience Profile
195, 000 HCI members
worldwide;
18 % in emerging
markets;
96 % of the Fortune 500;
77 % of the Inc 500;
52, 000 mid-sized firms;
726 colleges &
universities;
all major federal agencies
and all brances of the
military.
Online Talent Communities
world's largest aggregator
of open source news,
information and research at
the intersection of human
capital and business
strategy.
access to over 100, 000
articles, white papers and
case studies;
digital library of over 1,800
webcasts, podcasts and
videos;
daily feed of over 200
expert blogs.
HCI Alumni
Since 2005, over 8,500
progressive talent leaders have
earned certifications from the
Human Capital Institute and
more than 1,000 have gone on
to the Masters level
programmes.
Certification - Exam Info
CERTIFICATION
In order to receive your s-
HRBP certification you must:
pass a test receiving a
score of 75% or higher;
and
complete a work product
that applies many of the
programme’s key models
and concepts to your own
work environment.
Four possible work
products are outlined.
Once HCI approves your
work product, HCI will
send your HRBP
Certificate.
General Specifications
Length: 20 to 30 minute
presentation
Format: A PowerPoint or
similar slide-based
presentation
Tool: A presentation delivered
via Brainshark or similar tool
that includes audio so that
there is voice over
commentary on the slides.
Evaluation: Submit finished
product to HCI for final
review.
THE EXAM
Multiple choice exam;
Can be taken anytime
after attending the course
(does not expire);
Exam consists of between
40-60 questions
depending on which
course is taken.
Pass score of 75%; and
You can re-take the exam
by clicking on the exam
link provided. There is no
re-set once the
examination is open to be
taken. You are, however,
not allowed to stop and
start ie once you begin
the exam, you must
complete it in entirety
once you have entered.
No limits on the number
of re-takes you can do.
RECERTIFICATION
Each certification is valid
for 3 year period;
Renewal is based on
continuing education
credits that demonstrate
currency in the field.
Credits may be earned by
attending HCI learning
events, completing
additional courses or
through outside
educational activities.
CREDITS
1. Approved for 17.50
Business recertification
credit hours towards PHR,
SPHR and HRPH recertification
through the HR Certification
Institute.
2. SHRM has pre-approved this
certification for 21
Professional Development
Credits (PDCs) toward SHRM-
CPSM
or SHRM-SCPSM
certifications. The Human
Capital Institute is recognised
by SHRM to offer Professional
Development Credits (PDCs)
for courses named above.
3. This certification has been
pre-approved by HRCI for
20.75 Strategic HRCI credits.
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Faculty
Ron Thomas
Cited by CIPD as one of the
top five HR thinkers in the
MENA region, Ron Thomas
MHCS SWP GHCS is
Managing Director at Strategy
Focused Group - MENA based
in Dubai.
Ron was formerly CEO, Great
Place to Work Gulf and the
former CHRO for the RGTS
Group in Riyadh, Saudi
Arabia. A senior faculty
member of the Human
Capital Institute (HCI), he
holds HCI certification as a
Master Human Capital
Strategist (MHCS) and
Strategic Workforce Planner
(SWP).
He has held senior level
positions within Xerox HR
Services, IBM and Martha
Stewart Living. Board
memberships include the
Harvard Business Review
Advisory Council, McKinsey
Quarterly Executive Online
Panel and HCI's Expert
Advisory Council on Talent
Management Strategy.
His writing has been featured
in the New York Times, Wall
Street Journal, Crain's NY
Business, Workforce
Management Magazine,
TLNT.com, CEO.com, People
and Management Magazine
and Vertical Distinct.
A sought after keynote
speaker, he was recently
named one of the "50 Most
Talented Global HR Leaders in
Asia" by the World HRD
Congress.
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engineer at Concentra.
As a consultant, he was a project lead on over a dozen projects spanning the manufacturing, healthcare, oil & gas, internet, banking & finance, and education verticals. His experience included projects at Fortune 500 and Global 1000 companies such as GE Medical Systems, BP Amoco, and William Blair. In addition to consulting, he has worked part-time as a corporate trainer and obtained certifications in Java (SCJP, SCJD) and Microsoft technologies (MCP+SiteBuilding). He has certifications in CIO, eCommerce, Data Warehousing and Business Intelligence.
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Additional Information
Important
Note
1. This course is brought to
you in partnership with The
Human Capital Institute and
Ron Thomas.
2. It is supported by HRDF
(Human Resource
Development Fund) Malaysia.
3. Terms and conditions
apply. Please visit Vertical
Distinct for the full terms.
Inclusives
A meal and light refreshments
will be provided at this
course.
This price is inclusive of the
cost of taking the exam.
Locations
Geographies covered :
Asia Pacific | Africa | Europe
Complete and updated list of
all cities and dates are
available on
www.verticaldistinct.com
Prerequisites
None applicable.
Testimonials
Rowena Morais
Programme Director
rmorais@verticaldistinc
t.com
"Extremely good content, highly appropriate subject matter and much-
needed focus on the Senior HRBP population. It's about time we
stopped apologising and started to work on ourselves. Every serious HR
leader should - and will - send their people to this class. It equates to
walking the talk of becoming more strategic and relevant! "
Sean A Nelson, VP Global Talent Management & Organisational
Effectiveness, ACCO Brands Corp
VERTICAL DISTINCT SDN BHD
Suite 1208 Level 12 Amcorp Tower, Amcorp Trade Centre
No. 18 Persiaran Barat, 46050 Petaling Jaya, Selangor Darul Ehsan, Malaysia.
+603 7948 5241 +603 7955 6363 [email protected]
www.verticaldistinct.com